- Only one in five CEOs are confident that their current talent management approaches are sufficient to produce successors for ongoing success, according to a survey. Additionally, 40% of new CEOs fail to meet their goals within their first 18 months and only about 30% of family-owned businesses successfully transfer to the second generation. - Succession planning is important for ensuring business continuity by identifying and developing future leaders to achieve organizational objectives. However, surprisingly many organizations still lack focus on succession planning. - The document discusses the importance of succession planning and encourages organizations to focus on identifying HiPos, developing them for future roles, and implementing comprehensive succession planning frameworks.

1. “Only one in five CEOs are confident with their current talent management approaches are sufficient
to produce successors for ongoing success”
“Based on a survey conducted by Harvard Business Review, 40 percent of new CEOs fail to meet their
goals within their first 18 months”
“Global trends show that only about 30% of family-owned businesses successfully transfer from the first to the second
generation. Subsequently, the transition to the third generation experiences a sharp decline to about 10%”
Statistics have shown that both the public and private sectors see the importance of implementing comprehensive succession plans. In fact, according
to PwC’s Annual Corporate Directors Survey from 2012, 68 percent of respondents mentioned they would like their board to devote more time to
succession planning in the following years.
Yet, despite such statistics, it is surprising to find that still today there is little if not any focus on succession planning across many organisations. If this
includes you - we encourage you to ask yourself why?
Succession planning plays an important role in any organisation whereby it ensures the right talent is identified and developed into future leaders; and
to therefore take the lead in achieving ongoing organisational objectives. Furthermore, preparing HiPos (High Potential) for future roles is a strategic
way to keep employee morale high – not to mention it is also a great way to ensure low attrition rates.
Do you want to learn more about:
• What the symbiotic relationship is between succession planning and organisational planning?
• How and when you should forecast the need for successors?
• How to ensure successors are being prepared to take on their future roles?
• What are the measurable indicators that should be monitored to ensure a succession planning framework is meeting the
organisations needs and goals?
Featured speakers:
Sunil Kumar
Senior Director Talent
Management Asia Pacific
AIG
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Succession Planning & Management
Congress & Workshop
20 – 21 September 2016 | Singapore
Ensuring Business Continuity &
Building Talent From Within
Aparna Kumar
Regional HR Lead
Monsanto
Cindy Dermawan
Head – Talent and Learning
Management, Diversity and
Inclusion
Citi Singapore
Gary Lee
Chief HR Specialist-Group
Development
Grundfos
Anish Lalchandani
Global Talent Management
Director
Standard Chartered

2. Succession Planning & Management
Congress & Workshop
Global VPs/VPs/Directors/Managers of:
• HR
• Talent Management
• Workforce Planning
• Strategic Planning
• Learning & Development
• Succession Planning
• Career Development
• Employee Engagement
Must-attend for:
• The ability to identify and address competency gaps to better
prepare successors
• Gaining a deeper understanding of the correlation between
succession planning and achieving organisational goals – this
will help achieve buy-in from top level management and also
ensure you add value to the wider business
• Understanding how to optimise training programs to prepare
HiPo for future leadership roles
• Understanding how to drive engagement and retention of HiPo
to ensure you have the talent to fulfil future leadership roles
• Knowing the 101’s for designing and implementing a seamless
succession management framework to ensure business
continuity
• Understanding the role of HR in leading succession planning
The Tangible Outcomes From This
Event Include:
The Congress - Learn From Your Peers!
This one day congress is designed to provide you with insight and guidance on designing and developing an effective succession planning
framework; and integrating that framework into your organisations wider talent strategy. It will also focus on how to do this in the ever-
changing landscape of today’s workforce and business environment.
The Workshop – Learn From the Experts!
This highly interactive, hands-on workshop is a how-to-guide on creating and implementing an effective succession planning framework. It
will be filled with practical and targeted case studies on all the what’s, why’s and how’s of Succession Planning.
Then Come Along and Join Us at the Succession Planning & Management
Congress & Workshop!

3. Tuesday l 20 September 2016 l Day 1
10:45 Morning Refreshment and Networking Break
9:00 Opening Address by Chairman & Ice Breaking Session
9:15 An Overview of Succession Planning: Exploring its Importance, Function and Methodology
• Defining what is succession planning and why it is so important to any organisation
• Understanding the importance of setting priorities to align succession planning strategies with organisational goals
• Formulating the essence of an effective succession planning strategy
• Revealing why succession planning strategies are relatively underdeveloped
• Pinpointing the differences between succession planning and workforce planning
11:15 The Correlation Between Succession Planning & Business Strategy
• Why succession planning plays a crucial role in business strategy
• Effective Succession Planning strategies as a platform to identify the right talent in achieving organisational goals
• Understanding how succession planning & business strategy compliments each other
8:30 Registration and Coffee
Big Data & Human Capital Analytics
2016 Congress
Sunil Kumar
Senior Director Talent Management Asia Pacific
AIG
Succession Planning & Management
Congress & Workshop
10:00 The Role of HR in Designing and Implementing a Succession Planning System
• The Consigliore – leveraging data and transparency with the Board and CEO as the role of independent advisor
• HR as the process steward of succession planning – creating the process, providing the tools and put forth potential candidates
• The subject matter expert – providing insights about the strength, weaknesses and development plans for each potential candidates
Aparna Kumar
Regional HR Lead
Monsanto
12:00 Succession Planning as Talent Retention Strategy
• Elements of effective succession planning: What are the critical success factors?
• How to calibrate development of candidates to align with business & talent needs?
• Tools to retain talents in talent pool until candidates are considered ready for more senior leadership positions
• How to identify and recruit individuals with the right experience to move immediately into the leadership positions?
Gary Lee
Chief HR Specialist-Group Development
Grundfos

4. Succession Planning & Management
Congress & Workshop
12:45 Lunch and Networking Break
15:30 Afternoon Refreshment and Networking Break
14:00 Forecasting Future Needs and the Strategic Alignment of Talent
• Establishing a framework for assessing what tomorrow’s business and roles should look like
• Deciphering the leadership competencies necessary to compete in the next decade
• Identify current and future organisational needs that are critical for success
• Creating effective forecast reporting for assessment purposes
Anish Lalchandani
Global Talent Management Director
Standard Chartered
14:45 Leveraging Succession Planning as a Strategy for Attracting & Retaining HiPo
• Understanding the criteria that qualifies talent as HiPo and fits the organisation’s goals and direction
• Leveraging on analytics in pinpointing scarce HiPo talent
• Developing monitoring and customised development programs to assess ROI in succession planning plan
• Integrating comprehensive rewards system to win the talent war
16:00 Panel Discussion: Transparency in Succession Planning: To Tell or To Not Tell?
• Justifying the pros and cons of being transparent in succession planning and the risk involved
• Mastering the delicate art of getting HiPo engaged in personal development without telling they are one
• Understanding why most organisations prefer to stay secretive about their succession plans
• How to maintain good morale in transparent succession planning for employees not enlisted
Cindy Dermawan
Head – Talent and Learning Management, Diversity and Inclusion
Citi Singapore
Panellist:
16:45 End of Day 1

5. Effective Design and Implementation Strategies for Succession Planning
Big Data & Human Capital Analytics
2016 Congress
Succession Planning & Management
Congress & Workshop
Wednesday l 21 September 2016 l Post Congress Workshop
Topic 1: The Rationale and Importance of Succession Planning
• Understanding the rationale behind succession planning
• Leveraging succession planning as an effective strategy for achieving business continuity
• Exploring why succession planning is vital in maintaining sustainability and competitiveness
• Discussing industry practices for developing succession planning
Topic 2: Identifying and Establishing Who Should Lead and Be Accountable For Succession Planning
• Why the board and executive team are essential to ensuring the success of succession planning
• Understanding the importance of the alignment between succession planning and the organisations goals
• Clarifying the roles and responsibilities of each stakeholder
• Cultivating leadership commitment and engagement
Topic 3: Avoiding Common Roadblocks when Designing an Effective Succession Planning Framework
• Discussing the common challenges that hinder effective succession planning design and implementation and how do we overcome them;
common challenges explored include:
- Constraint in financial resources
- Inadequate training and development
- Size of the organizations
- Poor communications
Topic 4: Designing and Implementing a Holistic Succession Planning Framework
• Exploring best practices in developing and implementing a succession plan
• Comparing the pros and cons of internal promotion VS external recruitment
• Identifying the talent capacity required and addressing competency gaps to better prepare successors
• Formulating the steps for effective succession planning
• Designing an effective needs assessment
• Implementing comprehensive monitoring and reporting methodologies
There will be discussions among participants, including the sharing of case
studies and team presentations throughout the day to ensure a high level of
interactivity!
Anthony Raja Devadoss is Managing Director of BTI Consultants a specialist consulting practice and
Vice President of The Ayers Group in TS Kelly Asia Pacific. In this role, Devadoss is responsible for the
entire Consulting business operations in Asia Pacific, leading the growth of the company’s main business
practices which include the Executive Search, HR Consulting, Career Transition & Outsourcing business
across the ASEAN region.
Devadoss is the current Deputy Chairman of Outsourcing Malaysia (a chapter under The National ICT
Association of Malaysia, PIKOM), and the Co-Chairman of the HR Committee of American Chamber of
Commerce (AMCHAM). Devadoss is actively involved in the country’s HR industry development and
holds memberships in various local and international associations including the Malaysian Institute of
Management (MIM), Society for Human Resource Management (SHRM), and Human Capital Institute
& Association of Career Professionals International. He is part of the HR Capacity Building’s taskforce
supported by the Ministry of Human Resources Malaysia.
Having been with the Kelly Services Group since 2001 and Devadoss brings a wealth of specialized
experiences in the HR sector spanning across outsourcing and consulting, learning and development,
career transition, executive coaching, and recruitment. Prior to BTI Consultants, Devadoss was based both
in India and Malaysia, serving in a technical advisory role to the Chief Executive Officer on network services,
engineering to e-business solutions.
Devadoss holds a Master’s Degree in Business Administration from MUM, US majoring in Marketing
and Management Information Systems. He is also a certified SHRM – SCP, Society of Human Resource
Management Senior Certified Professional and Human Resource Management Professional (HRMP™)
from HRCI, Certified Facilitator for Manager as Coach Learning Series™, and Certified Career Transition
Consultant & Certified Life Options Retirement Coach.
Anthony Raja Devadoss
SCP, SPHRi
Managing Director & Vice
President – Asia Pacific
BTI Consultants

6. SUCCESSION PLANNING & MANAGEMENT CONGRESS & WORKSHOP
20 – 21 SEPTEMBER 2016 | SINGAPORE
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